Faculty-To-Faculty Interpersonal Support and Conflict Resolution

The academic setting demands heavy collaboration with varying personalities and philosophies, which can be challenging and sometimes disruptive. During struggling economic climates, administrative priorities may shift leading to uncomfortable accommodations. Under these and other circumstances, conflict can easily arise. With the appropriate tools, resources, and strategies, faculty-to-faculty conflict mediation and resolution can be achieved (Pearson).

2. Use rational detachment (Waggoner, 2005)
Stay calm, in control of yourself, and professional in trying moments. Resist taking comments about your “appearance, race, gender, or competence” personally (Waggoner, 2005). Hurtful comments say more about the people saying them than about the people towards whom they are directed.

3. Use cognitive restructuring (Waggoner, 2005)
Tell yourself your colleagues’ suggestions are well intentioned. This will encourage you to actively listen to those suggestions to find the silver lining.

4. Choose your battles (Waggoner, 2005)
Carefully consider the importance of the issue in each interaction before engaging in an argument. A “cooling-off period” may be necessary for everyone to think of issues differently (Waggoner, 2005).

SIUe Campus Resources

SIUe Ombuds
“The Faculty Ombuds are available to serve as neutral listeners, information sources, and intermediaries in informal dispute resolution. They provide a comfortable, confidential, and impartial environment in which to discuss problems and concerns” (Faculty Senate, 2016).